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Manager Performance And Leadership Effectiveness Survey

Captures direct reports' candid ratings of their manager's communication, feedback, recognition, and follow-through, plus a best-worst trade-off on which leadership qualities most need development. The AI follow-up interview digs into the concrete story behind the lowest-rated behavior instead of settling for a number.

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Sample questions

A preview of what’s in the template. Every question is editable before you launch.

12 questions · ~7 min
Q01
Message

Thanks for taking a few minutes to share honest feedback on your manager. Your responses are used to support their development, not to penalize them — this should take about 5 minutes.

Q02
MatrixRequired

Thinking about the last few months, how often has your manager done each of the following?

6 rows × 5 columns
  • Gives clear direction on priorities
  • Provides timely, actionable feedback
  • Recognizes good work
  • Advocates for the team's needs
  • Handles conflict fairly
  • +1 more
Columns: Never · Rarely · Sometimes · Often · Always
Q03
Opinion ScaleRequired

Overall, how effective is your manager at leading and supporting your team?

Scale: 0 – 10
Min:Not effective at allMax:Extremely effective
Q04
Multiple ChoiceRequired

In the last 30 days, how often did your manager give you feedback on your work (positive or constructive)?

  • Not at all
  • Once
  • A few times
  • About weekly
  • More than once a week
Q05
Rating ScaleRequired

How would you rate the clarity of your manager's communication about goals and expectations?

Range: 1 – 5
Min:Very unclearMax:Very clear
Q06
Best–Worst Trade-off (MaxDiff)Required

Which of these qualities matter most for your manager to develop further?

  • Clear communication of goals
  • Recognizing good work
  • Fair distribution of workload
  • Supporting career growth
  • Making timely decisions
  • Resolving conflicts fairly
  • Being approachable
  • Setting a clear strategic direction
Pick best & worst per setBest:Most important to developWorst:Least important to develop
Q07
Multiple Choice

In the last 3 months, how has your manager recognized your good work? (Select all that apply)

  • Public praise in team meetings
  • Private thank-you or note
  • Formal recognition program or award
  • Extra opportunities or interesting projects
  • Pay or bonus adjustment
Q08
AI Interview

Reconstruct a specific recent moment that shaped the respondent's overall effectiveness rating for their manager, especially if it diverges from their frequency ratings. Probe the lowest-rated behavior area (feedback, recognition, conflict resolution, follow-through) for a concrete example of what happened and what the manager could have done differently. If the respondent rated everything high, ask what one thing would make an already-good manager even better; if they rated most things low, ask what single change would most improve their day-to-day experience.

Q09
Dropdown

How long have you reported to your current manager?

  • Less than 3 months
  • 3–6 months
  • 6–12 months
  • 1–2 years
  • More than 2 years
  • Prefer not to say
Q10
Multiple Choice

Which department do you work in? (Template note: replace these department options with your own organizational list before launching.)

  • (Replace with Department A)
  • (Replace with Department B)
  • (Replace with Department C)
  • Prefer not to say
Q11
Multiple Choice

What is your employment type?

  • Full-time
  • Part-time
  • Contractor
  • Prefer not to say
Q12
Message

Thank you for your honest feedback! Your ratings and comments will be aggregated with your team's responses to support your manager's development plan — individual answers are never shared verbatim.

What’s included

  • AI follow-ups

    Adaptive probes on open-ended answers that pull out detail a static form would miss.

  • Attention checks

    Built-in safeguards against rushed answers and low-quality respondents.

  • AI-drafted copy

    Wording, ordering, and branching written by the AI — tuned to your research goal.

  • Auto report

    Themes, quotes, and a plain-English summary write themselves once responses come in.

How it compares

We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.

Why this template

  • Includes a matrix of specific manager behaviors (communication, feedback, recognition, follow-through) plus a direct opinion-scale rating of overall leadership effectiveness
  • Uses a best-worst (max-diff) trade-off to force-rank which leadership qualities most need development, avoiding flat 'everything is important' results
  • Pairs the quantitative ratings with an AI follow-up interview that reconstructs the specific recent moment behind the respondent's lowest-rated behavior, turning a number into a concrete story
  • Captures context (tenure with manager, department, employment type) so results can be segmented, and closes with a transparent note on how responses will be aggregated

Jotform

Management Performance Survey Form Template

A ready-to-field static form for gathering feedback on a manager's performance, built on Jotform's drag-and-drop form builder. Good for quick deployment and basic customization, but it relies on fixed question sets with no mechanism to probe deeper into any single answer. There's no published scoring methodology for responses.

What it does well

  • Fielding-ready template usable immediately
  • Familiar drag-and-drop customization via Jotform's builder
  • Easy integration with Jotform's broader form ecosystem (payments, notifications, etc.)

Where it falls short

  • Static question set with no adaptive follow-up when a rating is low
  • No voice interview or screen-share task option
  • No automated per-response quality scoring or transparent prompt methodology

SurveyMonkey

Management Performance Survey Template

A standard fielding-ready survey template from an established survey platform, likely covering common manager-effectiveness dimensions with SurveyMonkey's usual analytics dashboard. It's built for broad distribution and benchmarking rather than deep qualitative follow-up. Reporting is templated rather than generated per respondent story.

What it does well

  • Established platform with strong distribution and panel options
  • Built-in analytics and benchmarking dashboards
  • Quick to launch with minimal setup

Where it falls short

  • No adaptive AI interview to dig into the story behind a low rating
  • No voice AI interview or guided screen-share task option
  • No transparent, response-level prompt or scoring methodology published

Typeform

Performance Management Survey Template

A conversational-style static template from Typeform focused on performance management generally; it may need adaptation to specifically target direct-report ratings of a manager's leadership. Typeform's format is friendly and mobile-first, but questions are fixed once published. There is no mechanism to automatically follow up on a specific low score with further questioning.

What it does well

  • Polished, conversational one-question-at-a-time UX
  • Mobile-friendly design that can improve completion rates
  • Easy visual customization to match branding

Where it falls short

  • No adaptive AI follow-up interview or voice interview capability
  • No guided screen-share task option for gathering evidence
  • No per-response quality scoring or transparent prompt disclosure

Ready to launch?

Open this template in the editor. Every part is yours to change before the first respondent sees it.

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